New Opportunities Through the DAR Rationalization Plan

In line with Executive Order 366, the Department of Agrarian Reform will implement this August 1 to September 30, 2013 the Department’s Rationalization Plan which was approved by the Department of Budget and Management effective August 1, 2013.

Know and learn the salient features of the plan, the approved organizational structure and staffing pattern, and best options for officials and employees.

General Information about the DAR Rationalization Plan

The DAR Rationalization Plan was developed in response to the changing needs of the department in relation to its mandate and functions of Land Tenure Improvement, Agrarian Justice Delivery, and Program Beneficiaries Development, and the tenets of Good Governance.

Following through on the One DAR Concept initiative, the approved DAR Organizational Structure and Staffing Pattern adopted the “no-borders” theme in the assignment of mission-critical officials and employees to different places in the Philippines archipelago where their experience and expertise will be put to optimal use towards the attainment of organizational objectives.

The DAR Rationalization Plan provides a more mission-focused organizational structure and creates a lean-and-mean staffing pattern geared towards achieving program efficacy and resource use efficiency.

Highlights of the DAR Rationalization Plan

The approved Organizational Structure resulted in the renaming of several retained organizational units, and created /merged / downgraded / abolished some Bureaus, Services, or Divisions.

The approved Staffing Pattern resulted in the retention of most original plantilla positions (“retained positions”), removal or reduction of excess positions (“rationalized positions”), and created necessary positions (“newly created positions”).

Holders of rationalized positions have the following options:

Opt to remain in government service, or

Opt for involuntary separation from government service.

For those who opt to remain in government service, they may apply to the “retained vacant positions” or the “newly created positions” in the approved DAR Staffing Pattern. Eligible applicants (based on the positions’ Qualification Standards) will be evaluated based on merit and fitness.

The list of “retained vacant positions” and “newly created positions” will be posted in the web and in 3 conspicuous places within the DAR Central, Regional and Provincial Office premises from 7-13 August 2013.

Placements to “newly created positions” will be deliberated within the last 2 weeks of August (19-30 August) but the effectiveness of the appointment will be after the issuance of the Notice of Organizational, Staffing and Compensation Action (NOSCA) by the DBM.

Those that fail to be placed in the approved DAR Staffing Pattern are considered “affected employees”. An affected employee may “swap places” with a retained personnel occupying a comparable position who wishes to be involuntarily separated from government service.

Affected employees have the following options:

Opt for “involuntary separation” from government service and avail of the following retirement/separation packages:

Retirement Gratuity provided under RA 1616, as amended, plus the refund of retirement premiums payable by the GSIS, without the incentive provided under EO 366;

Retirement Benefit under RA 660 or applicable retirement, separation or unemployment benefit under RA 8291, if qualified, plus the following applicable incentives:

one month of basic salary (2011 level) for every year of government service and a fraction thereof, counted from year 1, for those who have rendered 31 years or more of service;

three-fourths month of basic salary (2011 level) for every year of government service and a fraction thereof, counted from year 1, for those who have rendered 21 years but less than 31 years of service;

half month of basic salary (2011 level) for every year of government service and a fraction thereof, counted from year 1, for those who have rendered less than 21 years of service.

For the purpose of complying with the required number of years of service under RA 8291, the portability scheme under RA 7699 may be applied, subject to existing policies and guidelines.

Those with less than three years of government service may opt to avail of the separation gratuity under RA 6656, plus the appropriate incentive provided above.

In addition to the applicable benefits above, affected personnel are entitled to the following:

Refund of Pag-ibig Contributions (both personal and government) pursuant to existing rules and regulations of the home Development Mutual Fund;

Commutation of unused Vacation and Sick leave credits in accordance with existing rules and regulations.

Only the following employees may avail of the above benefits:

Affected employees, with appointments attested by the CSC, whether hired on a permanent or temporary basis;

Affected employees hired on a contractual or casual basis, if qualified;

Affected 3rd Level Officials (Presidential Appointees).

Opt to remain in government service through the following modes of employment:

Join the CSC Pool where the Civil Service Commission will assist the affected employee for possible placement in other government agencies. Personnel who will opt to join the CSC Pool will continue to enjoy security of tenure, with no diminution of salary;

Join the CTI Pool where the affected employee will remain in DAR and continue to receive the same compensation and benefits as regular employees but will be converted from “regular” to “co-terminus with the incumbent” status until he/she is eventually placed in a vacant position or decides to resign or retire from government service and only then will his/her position be abolished. Employees on CTI status may be reassigned to any position and/or station depending on the needs of DAR;

Join the CES Pool where the Career Executive Service Board will assist the affected employee (3rd Level) for possible placement in other government agencies.